Assignment Answers Pdf Of Competitive Business Environment:N630M2

Running head: HRM
Human Resource Management :
Name of the Student:
Name of the University:
Author Note:
1 HRM
Introduction:
In today global comp …

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Running head: HRM
Human Resource Management :
Name of the Student:
Name of the University:
Author Note:
1 HRM
Introduction:
In today global competitive business environment it is definitely not enough for any business
organisation to just focus on its profits to sustain its business. The organisation definitely
needs to build aholistic approach towards its workforce where the board members and the
management should emphasise on employee training and workforce development as apart of
helping the workforce get equipped with the necessary skill set that is essential for the
progress of the business (Rodriguez and Walters, 2017). However in the recent times with the
growing competition in the global business environment across every industry sector the
management and the business leaders have been facing a major dilemma. The dilemma is
associated with the fact of whether to train or not train employees as it has an impact on the
financial position of the business as well as on the productivity (Noe and Kodwani, 2018). It
is necessary to understand that this dilemma arises from the aspect that if those trained
employees decide to leave the organisation after completing the training this it is a clear
waste of resource for the management and if training is not provided to employees it will
automatically lower their motivation level as well as lower their skills and finally affect
productivity. Hence in this discussion the focus would be to analyse this dilemma that is
whether to train or not train employees and what can be certain strategic recommendations
for the managers or employers to reduce this growing dilemma.
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Discussion:
Need for emphasising on Employee Training:
Employee management basically deals with the aspects of recruiting the right talent for the
organisation and constantly focusing on developing it in order to retain its effectiveness.
Therefore it is important for the employers and the management within the organisation to
understand that the aspect oemployee management is very deeply integrated with the aspect
of organisation success (Jha, 2016). However it is also important to understand the fact that
the concept of employee management is no doubt growing quite complex with each passing
day owing to the fact that today employees have alot of options to choose from it comes to
choosing the organisation they actually wish to associate or work with. In such ascenario
from the perspective of an employer to attract and retain employees effective employee
management is definitely an important aspect of its overall human resource management
objectives. No matter how big or small the business organisation is the business leaders
always aims to further expand its business and this aim can only be fulfilled if the
organisation is significantly investing in training and developing its workforce (Younas et al.
2018). The benefit and value of training basically act like adomino effect where itmakes the
organisation leaders feel competent as the employees have the skills to perform accordingly
while the employees are highly engaged leading to high job satisfaction ,strong commitment
and retention of employees. Therefore it is extremely important for the employers to
understand the fact that substituting employee training and skill development cannot be an
answer for balancing the financial prospects of the business because if the employees are
under skilled it will automatically affect their productivity and altogether the revenue aspect
of the business.
Employee training is directly related to the aspect of employee retention and personal and
professional growth of employees. Implementing Maslow ’s Hierarchy of Needs Model
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employees definitely look beyond fulfilling their basic needs that is getting aremuneration
that will help them bring food clothing and shelter rather employees look for fulfilling self-
esteem needs (Fallatah and Syed, 2018) that is gaining respect within the organisation,
gaining recognition and respect. This can only be ensured when the employees receive proper
training and reach the highest level of need fulfilment that is self-actualisation needs and
become the best version of themselves. Altogether it is important for the employers to
understand that keeping employees motivated is definitely not an easy task and in absence of
proper training of the workforce it is quite impossible to achieve the same (Badubi, 2017.).
Employee training is directly related to the aspect of increasing the value of the existing
workforce. Ensuring that the employees receive the necessary skill set and improve their
current performance actually helps in building the value of the workforce and building on
human resource is no doubt one of the biggest assets for the business. Moreover in today ’s
competitive work environment where constant innovation and learning is one of the most
important aspects for keeping the organisation ahead compromising on training employees
can never be a chosen solution for any dilemma. An innovation driven culture which is
exactly what the organisations need to retain their competitiveness cannot be achieve if the
leaders do not emphasise on the culture of continuous learning and employee development.
This is exactly the reason why global conglomerates like Apple, Google and Microsoft is
identified with the best work culture as the leaders and the employers constantly focus on
developing aculture that boost learning and innovation (Ozkeser, 2019). Implementing Hack
and Oldham ’s job characteristics model which focuses on how job enrichment is an
important aspect or keeping the employees motivated and retaining them and employee
training and skill development is one of the key aspects of job enrichment (Matilu and
K’Obonyo, 2018). Stagnation in the learning process within the organisation leads to low
employee morale and automatically harms the business prospects. Hence depriving
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employees from skill development and training will ultimately lead decreasing productivity
where the employees will turn in aliability for the business rather than being an asset.
Understanding the Dilemma:
Amidst this discussion of understanding the importance of employee training it is also
important to understand the dilemma that is significantly arising amidst the global employers.
In order to ensure long-term business growth and success it is very important for the
management to understanding the amount of investment that is being made on the human
resource of the organisation and the returns of investment (ROI) that is being derived from
the same (economictimes.com, 2022). Analysing this is necessary in order to understand
whether it will lead to business growth or will actually lead to increasing liability for the
business. Today employers are hesitant to invest in employee training because they fear that
ones the employees are trained they tend to look for better job opportunities and switch jobs.
Hence in such ascenario the time, money and energy that have been invested in training the
employees become amajor liability for the business (Tiedtke et al. 2017). This is definitely a
big challenge yet itis also equally true that without investing in employee training employers
cannot expect growth and development within the organisation hence the dilemma is to
whether continue with an untrained or under skilled workforce or to train employees who
might then leave the organisation.
Existence of this dilemma cannot be completely discarded because of the fact that employees
do quit jobs even after receiving the training from their employer however in this aspect it is
also important to understand whether the employee has received significant career growth
along with the training. Up skilling and re-skilling are extremely important aspects for the
employees as well as for the employers because more than half of employees all across the
globe tend to quite jobs because either they aim to change fields or further develop their
existing potentials so that they can receive better job opportunities and remuneration
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packages. Hence in such a scenario this dilemma of whether to invest in training of
employees should not exist amongst employers because the lack of it will automatically lead
to high employee turnover (Cardenas-Navia and Fitzgerald, 2019). In abusiness organisation
employees constantly look for professional business growth which definitely takes into
account the skill development and training assistance they receive with the organisation and
the level of career growth prospects that the employers can provide to the employees. Hence
it is definitely not advisable for employers to choose the option of not upgrading employee
skills because ultimately it will frustrate employees and automatically lead to reduced
productivity and even high employee turnover. Employee training and career development
brings in dilemma for employers because of one lingering fear and that is if the workforce is
skilled and developed they will automatically look outside for better job opportunities. This is
will lead to adverse economic effect on the business (linkedin.com, 2020) .However this kind
of dilemma is basically short-sightedness on the part of the business management because it
is also not possible for managers to ignore the aspect of how employee training and
development is asignificant part of maintaining employee quality and business productivity.
For instance today the changing technology and changing consumer demand patterns is
making it extremely important for the business to integrate technological advancements like
machine learning or AI in the business processes. Now in order to successful incorporate
these in the business it is extremely important for the employers to provide the required
training to the employees regarding how to efficiently manage these new technologies in the
business process (Porter, Lex énand Bejerholm, 2019). Hence in absence of this training the
business will automatically lose its edge. Therefore the aim of the employers and the
managers should actually be to identify methods through which employee training can be
fostered and employee retention can also be simultaneously increased within the business.
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This will automatically reduce this existing dilemma and help the employers would amore
employee-centric work culture
Recommended Measure for addressing Dilemma:
This whole challenge of training employees and then the employees leaving the organisation
definitely exists but along with this, it is also important for employers to understand the fact
that not all employees leave. Majority employees who receive training and skill development
within the organisation are bound to stay who would be the asset for the firm. Hence to
address this existing dilemma and bring in favourable changes that is useful for the employers
as well as the employees the management needs to focus on their existing human resource
management strategies. Thus the recommended measures include:
ï‚· First and foremost it is extremely important to develop an effective and employee-
centric performance management system within the organisation. Implementing the
Employee Equity Theory it is extremely important for the employers to understand
that as employees give their input they expect similar value of output in return (Inuwa,
2017). This is the only possible means through which effective employee-employer
relation can be maintained. Thus focusing on employee skill enhancement and
training as well as providing them with fair remuneration as well as other non-
monetary benefits and ensuring that the performance management system is unbiased
and is growth focused will ultimately help the business retain effective set of
employees who are trained and can bring in productivity. This is one of the strongest
means by which the employers can ensure high ROI.
ï‚· Next important step in addressing this dilemma is to have a strong undestaing
between the board members and the managers. For instance the Chief Financial
Officer of the organisation will no doubt show major concern regarding the financial
health of the business while the CEO would always focus on employee training and
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overall development. Hence the HR manager along with the other board members
should develop smart training techniques which are not financially heavy or draining
on the organisation yet is equally employee engaging and motivating. In this current
post-pandemic crisis when remote working and such hybrid work models are gaining
popularity the employers can easily arrange online training, use online training tools
which are cheap yet very effective means of training employees and can be arranged
as on-the-job training (Hamdan, Nordin and Khalid, 2019). Along with this the HR
manager should also focus on the existing workplace policy where there should be
certain specific terms and conditions associated with employee exit and norms
regarding their notice period so that the employers can at least reap some of the
benefits from the employees post-training.
ï‚· Along with this it also equally important to consider that the internal communication
structure within the organisation is well built. This is important because it might
happen that though the employers would be giving specific training to the employees
but the employees might look for some other kind of re-skilling or changing
departments in order to further build their expertise. However if there is no means to
communicate the same to the employer it will not only lead to awaste of time and
effort on the part of the employer but also of the employees as they will not be
ultimately satisfied with the kind of training which they receive and might actually
end up leaving the job (Thongmak, 2021). Hence internal workplace communication
is extremely essential for the business in order to retain employees and build
employee satisfaction
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Conclusion:
Thus the overall discussion has clearly stated how employee training cannot be replaced in
order to help the business gain financial stability rather the existing dilemma regarding
whether employee training and career development should be encouraged the focus should be
primarily given on addressing the fact why employees are choosing to exit the firm. It cannot
happen that to retain employees employers will stop training employees because it will
ultimately lead to agreater challenge where the existing workforce will have no necessary
skill that can actually help the business grow and it will ultimately lead to low productivity
and failure. Therefore in order to address this dilemma it is very important for the
management to bring in structural changes in the overall human resource management policy
and in turn build an employee-centric work culture. Strategic leadership can actually help the
business retain efficient employees and help to build asustainable work culture which driven
by innovation and continuous learning.
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References:
Badubi, R.M., 2017. Theories of motivation and their application in organizations: A risk
analysis. International Journal of Innovation and Economic Development ,3(3), pp.44-51.
Cardenas-Navia, I. and Fitzgerald, B.K., 2019. The digital dilemma: Winning and losing
strategies in the digital talent race. Industry and Higher Education ,33 (3), pp.214-217.
economictimes.com, 2022. The Corporate Dilemma -To Train Employees (and they leave)
or Not to Train Employees (and they stay)? – ETHRWorld .[online] ETHRWorld.com.
Available at: [Accessed 6May 2022].
Fallatah, R.H.M. and Syed, J., 2018. A critical review of Maslow ’s hierarchy of
needs. employee motivation in Saudi Arabia ,pp.19-59.
Hamdan, F., Nordin, N. and Khalid, F., 2019. Understanding the employees acceptance on
online training for basic managerial finance. Creative Education ,10 (06), p.1305.
Inuwa, M., 2017. Relationship between job equity and performance of employee: A literature
review. International Journal of Business and Management Future ,1(1), pp.8-15.
Jha, V., 2016. Training and development program and its benefits to employee and
organization: A conceptual study. International Journal of Scientific Research in Science and
Technology ,2(5), pp.80-86.
linkedin.com, 2020. The Employee Training Dilemma .[online] Linkedin.com. Available at:
[Accessed 6May
2022].
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Matilu, C.M. and K’Obonyo, P., 2018. The relationship between job characteristics and
employee performance: A review. Int. J. Bus. Law Res ,6,pp.44-59.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e .McGraw-Hill
Education.
Ozkeser, B., 2019. Impact of training on employee motivation in human resources
management. Procedia Computer Science ,158 ,pp.802-810.
Porter, S., Lex én, A. and Bejerholm, U., 2019. Employers ’beliefs, knowledge and strategies
used in providing support to employees with mental health problems. Journal of vocational
rehabilitation ,51 (3), pp.325-337.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in
employee performance and evaluation. World Wide Journal of Multidisciplinary Research
and Development ,3(10), pp.206-212.
Thongmak, M., 2021. A model for enhancing employees ’ lifelong learning intention
online. Learning and Motivation ,75 ,p.101733.
Tiedtke, C.M., Dierckx de Casterl é, B., Frings-Dresen, M.H.W., De Boer, A.G.E.M.,
Greidanus, M.A., Tamminga, S.J. and De Rijk, A.E., 2017. Employers ’ experience of
employees with cancer: trajectories of complex communication. Journal of Cancer
Survivorship ,11 (5), pp.562-577.
Younas, W., Farooq, M., Khalil-Ur-Rehman, F. and Zreen, A., 2018. The impact of training
and development on employee performance. IOSR Journal of Business and Management
(IOSR-JBM) ,20 (7), pp.20-23.

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